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    Soorty

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    Nabeel Ahmed
    Soorty Enterprises provides training and development for its employees through various methods. It assesses needs, develops training modules, and conducts training both internally and through external partners. Soorty faces challenges with a dispersed workforce and skill gaps but addresses these through virtual training and hiring foreign talent. The company focuses on employee development and its HRM department tracks skills for succession planning.

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    Soorty

    Uploaded by

    Nabeel Ahmed
    157 views11 pages
    Soorty Enterprises provides training and development for its employees through various methods. It assesses needs, develops training modules, and conducts training both internally and through external partners. Soorty faces challenges with a dispersed workforce and skill gaps but addresses these through virtual training and hiring foreign talent. The company focuses on employee development and its HRM department tracks skills for succession planning.

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    Soorty Enterprises provides training and development for its employees through various methods. It assesses needs, develops training modules, and conducts training both internally and through external partners. Soorty faces challenges with a dispersed workforce and skill gaps but addresses these through virtual training and hiring foreign talent. The company focuses on employee development and its HRM department tracks skills for succession planning.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    157 views11 pages

    Soorty

    Uploaded by

    Nabeel Ahmed
    Soorty Enterprises provides training and development for its employees through various methods. It assesses needs, develops training modules, and conducts training both internally and through external partners. Soorty faces challenges with a dispersed workforce and skill gaps but addresses these through virtual training and hiring foreign talent. The company focuses on employee development and its HRM department tracks skills for succession planning.

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    PRESENTATION

    Soorty
    Enterprises
    Pvt Ltd
    OUR
    TEAM
    ADIBA SOOMRO WAHAJ ISMAIL

    DANIA ATIF BILAL KAFIL ABDULLAH ZAHEER KAZI


    ABOUT
    SOORTY
    One of the leading manufacturers in the

    textile industry of Pakistan.

    Began as a shop in the 1980s, shipping its first

    export order in 1983.

    Began focusing on denim in the mid 90's.

    The first company to bring Tonello washers to

    Pakistan.

    Established Soorty Denim in 2007.


    To inspire everyone to

    love their denim, and for


    To install facility

    denim to be completely
    sustainable &

    sustainable MISSION environmentally

    friendly that can serve

    and value our

    prestigious customers

    with high quality

    standards products

    and have care for our

    people working via

    providing them

    VISION working environment

    with safe ethical

    culture, diversified, so

    that they can feel like

    home.
    GLOBAL
    PRESENCE
    BANGLADESH NETHERLANDS TURKEY
    In 2016, to further

    strengthen their product,

    In 2014, Soorty Enterprises

    Their certified factory in


    they have initiated a

    opened a Research,

    Bangladesh is an
    product development

    Development and Design

    environmentally friendly
    center in Turkey which

    office in Amsterdam; the

    location that they work to


    has proved to be a

    heart of the European


    improve every year. driving force in

    denim scene.
    transferring expertise

    and knowledge.
    TRAINING AND DEVELOPMENT PROCESS

    BEFORE TRAINING
    HR department creates
    Soorty's HR managers
    Soorty undertakes Post-

    NEEDS ASSESSMENT the Training Modules


    construct a proper
    Training Analysis as the

    To detect gaps in
    and presents them to
    "SCHEDULE" whether yearly,
    final phase in the T & D

    actual and expected


    high management.. quarterly, or monthly. process.

    performance Soorty’s top


    It includes generating other
    Soorty’s provides an

    course content and


    atmosphere for employees

    Job skills, knowledge


    management is highly

    administering the
    to implement what they

    and ability,
    involved in the training,

    programme. learned.
    Organizational issues
    development and

    This plan is based on a


    Soorty mostly conducts

    and technological
    orientation process
    particular, targeted group of
    training themselves,

    issues are considered


    people. sometimes they have to

    outsource it.
    Intergroup development preconceptions,

    and perceptions that one group may hold

    about another.
    It improves co-ordination amongst

    employees.
    INTERGROUP
    DEVELOPMENT
    Soorty hired 40 individuals with hearing

    disbalities with a view to normalize their

    hiring and eradicate the taboo linked with

    it.
    TRAINING METHODS
    New employees are given orientation in
    Employees are trained through case

    order to introduce them to the culture


    studies and decision making games.
    and norms of soorty Employees also go through Seminars

    The new employees undergo supervision


    and encouraged to take part in

    and activity based training. distance/online training.


    With the help of job rotation, employees
    On-the-job training is given to employees

    are trained and their skills are enhanced.


    for skill enhancement
    This helps soorty with succession
    Internal trainers are used. If needed, the

    planning as well. training process is outsourced.


    ISSUES &

    CHALLENGES
    The Skill gap: made it difficult to hold programs as employee

    Issue: Highly skilled jobs, cannot be taught


    or trainers have to be flown their.

    from scratch. And keeping up with


    Solution: Hold webinars and virtual programs.

    technology. Cost:

    Solution: Train the employees virtually before


    Issue: Weekly programs have become costly

    the tasks, and hire foreign talent to fill the


    for Soorty to hold due to facilitation costs.

    gap. Solution: Soorty can move some parts and

    Dispersed workforce: some programs of their training online and

    Issue: Employees in different countries has remove unnecessary programs.


    CONCLUSION
    The company is determined to let its

    employees explore and learn the skills or


    The HRM department of the company

    excel in whatever fields they prefer. focuses on the employees.


    The training and development programs
    The HRM department of the company

    of the company is in very detail as it tries


    focuses on the employees.
    to touch every aspect in the development
    The HRM department also keeps a track

    of their employees. of the skills of the employees to make a

    The HRM department of the company


    succession plan for the future.
    focuses on the employees.
    RECOMMENDATIONS
    Have a more greater focus on

    the in-house training for their

    employees.
    They should look into the

    simulated learning which

    prepares the employees to

    focus on technical platforms,


    Make the training sessions

    mandatory for all the

    employees of all the

    departments.

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